Throw me somethin’ mister!

Jennifer LedetColumnist

Published: Saturday, February 2, 2013 at 6:01 a.m.

Last Modified: Saturday, February 2, 2013 at 11:55 p.m.

Well, it’s Carnival time and everybody’s having fun!

I remember many years ago, riding in a local parade with my then 4-year old daughter. While it was a blast, what I remember most were the sounds. “Throw me something mister!” shouted over and over again ... people calling my name, (despite the fact that I was in costume) ... my daughter calling for me to untangle beads, or to help her throw a stuffed animal or doubloons to a friend she’d spotted. I felt like I was being pulled limb from limb!

Leaders, do you ever feel this way in your work? I know I did as a new manager back in the day. Still wet behind the ears, my definition of leader/manager back then was synonymous with “decision maker” and “in control.” (OK, some might say that I was basically a control freak ... and they would have been right!) I literally coached team members to come to me for everything. Boy, did I have a lot to learn!

Soon I felt like a stuffed animal that two kids were fighting over. I couldn’t go to the bathroom without people stopping me to ask for directions on a project, permission to take some action or guidance on responding to employee issues. Before long, I realized that I was the most stressed-out and hardest-working person in the department, while team members didn’t have a care in the world. After all, they didn’t have to use their brains or their skills, and they had no stress to speak of. I ultimately realized that I had created a monster. Have you ever done the same thing?

With my realization came a resolve to rectify the situation. When leaders insist on making all decisions, team members are absolved of responsibility and accountability. So what can you do to avoid making the same mistakes I made? Here are a couple of quick tips:

- Get clear on your skills, gifts, assets and strengths. Figure out what you and only you can do best. Then design your job around your strengths. This is not selfish — no, mon ami, this is making sure that you are providing the greatest value to your team and your organization in a way that only you can.

- Identify team members’ strengths and capitalize on them. Have them attend training programs to further develop their skills and interests, and then give them space and opportunity to do what they do best.

- Delegate whenever possible. Have a team member take on the tasks/projects for which you have the least skills, for which he is most skilled, and/or for which you are over-qualified.

- Empower team members to make decisions, even if only within established parameters.

- Allow team members space to do their work. Most people do not appreciate being micromanaged. Yes, this may mean that you have to allow a team member to fail occasionally. Just know that she will learn valuable lessons from her missteps.

- Always be conscious that by word and deed you are teaching people how you want them to act and treat you.

Whether you’ve set yourself up as a control freak/dictator as I did or not, hopefully my tips will keep you from being torn limb from limb!

Oh, and by the way, Happy Mardi Gras, Y’all!

Jennifer Ledet works with leaders from the “C Suite” to the front line, teaching them to improve communication and invest in relationships to impact the bottom line. She is also the author of the book, “Lead,

Follow, or Get Me the Hot Sauce! Cajun Wisdom to Spice Up Your Leadership.” Go to www.LedetManagement.com for more info and to receive the (free) report “The Top Five Ways Leaders Shoot Themselves in the Foot.”

<p>Well, it's Carnival time and everybody's having fun!</p><p>I remember many years ago, riding in a local parade with my then 4-year old daughter. While it was a blast, what I remember most were the sounds. “Throw me something mister!” shouted over and over again ... people calling my name, (despite the fact that I was in costume) ... my daughter calling for me to untangle beads, or to help her throw a stuffed animal or doubloons to a friend she'd spotted. I felt like I was being pulled limb from limb!</p><p>Leaders, do you ever feel this way in your work? I know I did as a new manager back in the day. Still wet behind the ears, my definition of leader/manager back then was synonymous with “decision maker” and “in control.” (OK, some might say that I was basically a control freak ... and they would have been right!) I literally coached team members to come to me for everything. Boy, did I have a lot to learn! </p><p>Soon I felt like a stuffed animal that two kids were fighting over. I couldn't go to the bathroom without people stopping me to ask for directions on a project, permission to take some action or guidance on responding to employee issues. Before long, I realized that I was the most stressed-out and hardest-working person in the department, while team members didn't have a care in the world. After all, they didn't have to use their brains or their skills, and they had no stress to speak of. I ultimately realized that I had created a monster. Have you ever done the same thing?</p><p>With my realization came a resolve to rectify the situation. When leaders insist on making all decisions, team members are absolved of responsibility and accountability. So what can you do to avoid making the same mistakes I made? Here are a couple of quick tips:</p><p>- Get clear on your skills, gifts, assets and strengths. Figure out what you and only you can do best. Then design your job around your strengths. This is not selfish — no, mon ami, this is making sure that you are providing the greatest value to your team and your organization in a way that only you can.</p><p>- Identify team members' strengths and capitalize on them. Have them attend training programs to further develop their skills and interests, and then give them space and opportunity to do what they do best.</p><p>- Delegate whenever possible. Have a team member take on the tasks/projects for which you have the least skills, for which he is most skilled, and/or for which you are over-qualified.</p><p>- Empower team members to make decisions, even if only within established parameters. </p><p>- Allow team members space to do their work. Most people do not appreciate being micromanaged. Yes, this may mean that you have to allow a team member to fail occasionally. Just know that she will learn valuable lessons from her missteps.</p><p>- Always be conscious that by word and deed you are teaching people how you want them to act and treat you.</p><p>Whether you've set yourself up as a control freak/dictator as I did or not, hopefully my tips will keep you from being torn limb from limb! </p><p>Oh, and by the way, Happy Mardi Gras, Y'all!</p><p>Jennifer Ledet works with leaders from the “C Suite” to the front line, teaching them to improve communication and invest in relationships to impact the bottom line. She is also the author of the book, “Lead, </p><p>Follow, or Get Me the Hot Sauce! Cajun Wisdom to Spice Up Your Leadership.” Go to www.LedetManagement.com for more info and to receive the (free) report “The Top Five Ways Leaders Shoot Themselves in the Foot.”</p>